Human Resources Manager

Company Description

Work #LikeABosch
Our strategic objective is to create connected solutions, improving the quality of life worldwide.
Let’s grow together, enjoy more, and inspire each other. Work #LikeABosch.

• Reinvent yourself: At Bosch, you will evolve.
• Discover new directions: At Bosch, you will find your place.
• Balance your life: At Bosch, your job matches your lifestyle.
• Celebrate success: At Bosch, we celebrate you.
• Be yourself: At Bosch, we value values.
• Shape tomorrow: At Bosch, you change lives.

Job Description

Position Summary:

The HR Manager acts as a business partner, consultant and advocate for Bosch Service Solutions (SO) associates at the Itasca, IL location. The HR Manager will implement and maintain HR practices and programs in support our business objectives; participate in leadership meetings to understand the current and future business strategy and challenges; and to provide proactive solutions and support as it relates to HR topics. Primary areas of responsibility include: employee relations; talent development; talent acquisition and workforce planning; compensation; performance management; change management; and, positive cultural preservation.

Essential Functions:

Standard HR Processes:

• Responsible for the Human Resources department and its team members, and for all Human Resources processes and their governance and implementation, at the SO locations under his/her charge
• Implement local HR strategies, policies, and procedures, based on the SO global objectives and the SO People Strategy, and ensure these are adapted in response to the growth and changing needs of the business.
• Ensure fulfillment of SO HR KPI targets in Sickness, Attrition, Staffing Speed, and others.
  • Regularly assess the results to analyze trends, if any, of the KPI’s.
  • Formulate and implement corresponding measures to close gaps when needed.
  • Present results of analyses and of measures in review meetings.
• Provide guidance to leadership to ensure compliance with rules, regulations, policies, guidelines and relevant labor laws.

Employee Relations:

• Partners with associates and leadership team to communicate various HR policies, procedures, laws, standards and government regulations.
• Coaches and supports leaders in providing consistent company policy interpretation and deployment.
• Conducts investigations and supports leaders with disciplinary and exit meetings as required.

Talent Development:

• Build up associate and leadership competencies through talent scouting, associate & leadership development, and training management.
• Leads and facilitates career development discussions with associates and their leadership and creates actionable development plans to support the achievement of associate career goals.
• Assesses talent gaps identified through the annual contribution meetings, competency management, and annual talent review and succession planning and works with the Bosch Training Center to identify available training to close the gaps.
• Identify and develop future talents for succession in leadership and expert roles via People Conferences and other forums. In collaboration with leadership team, identifies high potential associates and recommends for internal talent development programs.
• May facilitate internal trainings and team building workshops.
• Performs training needs analyses, as appropriate, and initiates, develops, and/or coordinates the implementation of specific training and development programs for management and associates.

Talent Acquisition and Workforce Planning:

• Forecasts staffing needs based on business plans.
• Implements appropriate actions to address short and long-term strategy.
• Sources talent both internally and externally and proposes creative solutions to leadership to address talent gaps.
• Headcount planning and projects volume adaptation (ramp-up or down, recruiting or transfers), supporting in re-organizing or re-structuring of teams when necessary.
• Ensure that supervisors and managers and other stakeholders are made aware of any critical personnel risks and develop and drive action plans to mitigate these risks.

Compensation:

• Monitors market and position trends with regard to compensation. Assures that internal and external equity are considered in the compensation of associates.
• Supports the annual salary review process for the